Human Resource

Information Systems

Contents

Introduction
HRIS Objectives
PROCESS
HRIS Advantages & Disadvantages
HRIS Stages of Development
HRIS-Products Contents And Vendors
Conclusion

HRM An Introduction

Human Resources is an organizational function that deals

with issues such as recruitment and selection, training,
appraisal, compensation and performance management of the
employee.

Human beings are also considered to be resources because it

is the ability of humans that helps to change the gifts of
nature into valuable resources.

Information System

A system, whether automated or manual, that

comprises people, machines, and/or methods
organized to collect, process, transmit, and
disseminate data that represent user
information.

The Evolution of the HRIS

First, paper files were located in the Personnel

department.
Then, punched card and magnetic media files were
located in IS.
Government legislation in the 1960s and 70s
eventually called management's attention to the
importance of HR data.
In the late 1970's the concept of an HRIS was born.

HRIS - Introduction

Human Resource Information System (HRIS) is a

systematic way of storing data and information for
each individual employee to aid planning, decision
making, and submitting of returns and reports to the
external agencies.
It merges HRM as a discipline and in particular its
basic HR activities and processes with the
information technology field.
It can be used to maintain details such as employee
profiles, absence reports, salary admin. and various
kinds of reports.

HRIS Track
Personal
Records

Recruitment &
Selection

Medical
Records

Health & Safety

HR Planning

Employment
Equity

Pension
Administration

People

Job

Trng. & Dev.

Salary
Administration

Positions

Compensation

Employee
Relations

Benefits

Objectives Of HRIS
Effective

Planning and Policy Formulation

HRIS provides support for future planning and also for

policy formulations, both at micro and macro levels.

Monitoring

And Evaluation :
HRIS facilitates monitoring of human resources
demand and supply imbalances and evaluation of the
policy n development and utilization of human
resource.

Contd..

Providing Inputs to Strategic Decisions:

HRIS provides required inputs to enterprise

wide strategic decisions, like redundancy,
rightsizing. Also HRIS helps to
automate employee related information, cost
minimization and faster response to employee
related services.

1- INCEPTION OF THE IDEA

The idea behind making or preparing
this software / system which will provide
the information as per the requirement of
client. (who are modest operating user)

2- FEASIBILITY
The idea for making & HRICS must be
STUDY

originated somewhere. Now in this

feasibility study report should be prepared
by the system/software maker for the
analyzing to requirement of client

3- SELECTING A PROJECT TEAM

After the step of report preparation suitable

representative have been selected & start
preparing the parallel & the supportive
system/software of the client requirement

4-

DEFINING THE REQUIREMENT

In that from the analysis of the report &

opinion of projected team efforts elaborate &
defining the multiple usage of the system

5- VANDOR ANALYSIS
In vandor analysis part will be important for both
client & software/system maker. Here, actual
execution of the system have been done all the trial
basis by the client. At the same time
software/system maker also identify & search out a
new opportunity for further system development

6- PACKAGE CONTRACT NEGOTIATION

As per the requirement and the feedback from

the client side in terms of the discrepancy
for the execution of the system/software.
Here, constant trial and error basis will be
done by the system/software maker for the
trouble shooting to the system/software
maker is by default entering in to the
contract of assurance for helping the client.
This called relationship is renouned by the
name of maintenance contract package by
the system maker for system user

7- TRANING
After accomplishment of trial part when actual
execution of the system will be done by the
system/software maker. System/software maker
usually provide the demonstration regarding the
different configuration regarding the system/software

8- TRAINING THE SYSTEM

After the training as per the client prospectus view
what are the discrepancy will be face by them for the
execution of the system/software. here,
system/software maker trying to resolve the problem
& make necessary changes as per the requirement of
the client. In that change part some confregutation can
be enlarged and some can be cut off

9- COLLECTING
THE
DATA
After training the system according to
the client needs now this is the time to
feed the information in terms of data

10- TESTING THE SYSTEM

In this step the system/software maker
analyzed the smooth functioning of the
system without any error and without any
complain from the client

11-START ING UP WITH THE SYSTEM

Here in this stage client is well acquainted
with the system & scope of the system and also aware
by being different aspects and objective related to the
main system and parallel system

12- RUNNING THE PARELLAL SYSTEM

Now here parallel system operation is
generated of marginal utility increment for the support
of the main software/system
E.G.- in xyz organisation time keeping
software which has a connecting wage & salary
administration software has a connectivity with the
accounting software & this three parellal system have
a connectivity with the main software of the
organisation & recognition for the organisation

13- MAINTENANCE OF THE SYSTEM

For the smooth function of the system
maintenance must be needed by the
organisation & moreover update the
latest achievement for a specific system
or software
14- EVALUATION OF THE SYSTEM
Evaluation can be done by the almost 3
aspects
A- financial aspect
B- human aspect
C- time saving/techno saving aspect

HRIS-Stages Of Development
Nature and types of HRIS depend on the level and ease of
use.
Primary Level- The organization is interested in
automating processing of routine information. Its focus is on
data, storage, processing and information flows at operational
level of organization. In HRIS it is called Electronic Data
Processing (EDP) which facilitates data and files storage.

Contd..
Second Level- The focus is shifted from EDP
level to management information systems (MIS)
level with more inquiry and report generation
flexibility. This is intended for middle level
managers to control operation, matching budget
or projection. For eg. Overshooting of expenses
on overtime, its extent and magnitude.

Contd..
Third Level- The enterprise wide decision
support systems is one such HRIS type that
facilitates decisions at higher level in the
organization. At this stage HRIS is more
interactive and capable of developing decision
models on many strategic issues.

In today's corporate world human resources has come to play a very

critical role in a business. Whether it concerns the hiring and firing of
employees or whether it concerns employee motivation, the Human
Resources department of any organization now enjoys a very central role
in not only formulating company policies, but also in streamlining the
business process.

ADVANTAGES AND
DISADVANTAGES OF HRIS

One of the latest human resource technologies is the introduction of a

Human Resources Information System (HRIS); this integrated system is
designed to help provide information used in HR decision making such as
administration, payroll, recruiting, training, and performance analysis.

The basic advantage of a Human Resource Information

System (HRIS) is not only to computerize employee
records and databases but to maintain an up-to-date
account of the decisions that have been made or that
need to be made as part of a human resource
management plan.

The four principal areas of HR that are

affected by the Human Resource
Information System (HRIS) include;
PAYROLL
TIME AND LABOUR MANAGEMENT
EMPLOYES BENEFITS AND
HR MANAGEMENT

Payroll

The advantage of a Human Resource Information

System (HRIS) in payroll is that it automates the
entire payroll process by gathering and updating
employee payroll data on a regular basis. It also
gathers information such as employee attendance,
calculating various deductions and taxes on salaries,
generating automatic periodic paychecks and
handling employee tax reports. With updated
information this system makes the job of the human
resource department very easy and simple as
everything is available on a 24x7 basis, and all the
information
is
just
a
click
away.

Time and Labor management

In time and labor management a Human

Resource
Information
System
(HRIS)
is
advantageous because it lets human resource
personnel apply new technologies to effectively
gather and appraise employee time and work
information. It lets an employee's information be
easily tracked so that it can be assessed on a
more scientific level whether an employee is
performing to their full potential or not, and if
there are any improvements that can be made to
make
an
employee
feel
more
secure.

Employees Benefits

Employee benefits are very crucial

because they help to motivate an
employee to work harder. By using a
Human Resource Information System
(HRIS) in employee benefits, the human
resource department is able to keep better
track of which benefits are being availed
by which employee and how each
employee is profiting from the benefits
provided.

HR Management.

A Human Resource Information System (HRIS)

also has advantages in HR management because it
curtails time and cost consuming activities
leading to a more efficient HR department.
Higher Speed of retrieval and processing of data.
Reduction in duplication of efforts leading to
reduced cost.
Ease in classifying and reclassifying data.
Better analysis leading to more effective decision
making.
Higher accuracy of information/report generated.

Disadvantages
Although the system is efficient, but sometimes we face
the problems like system slowdown or higher downtimes
and if there is some particular limitation in module than
work suffers, some HR people are not comfortable in using
system efficiently so time is to be given in training for the
system.

It can be expensive in terms of finance and manpower.

It can be threatening and inconvenient.
Thorough understanding of what constitutes quality
information for the user.
Computer cannot substitute human beings .

HRIS Products Contents And

Features
Some of HRIS products listed:1. CSS Horizontm
2. Elabour.comtm
3. Oracle
4. SAP@
5. Smart Stream@

HRIS - Vendors

More than 25, world-wide.

Automatic Data Processing Inc.

SAP AG
Restrac Web Hire
Oracle/PeopleSoft
Human Resource Microsystems
Business Computer Systems
Lawson Software

Contd..
There are many other vendors with standard
HRIS packages and each of them disseminate
The nature of information that could be made
available by their packages in different HR areas.
Most of the HRIS vendors have defined their
product contents and features, which can be
downloaded from internet.

Conclusion

A Human Resource Information System

(HRIS) refers to the systems and processes at
the intersection between human resource
management (HRM) and information
technology.
The importance of the human resource
function and the human resources information
system is increasing day by day and it seems
to benefit in future.

" Do, or do not. There is no

try. "
THANK YOU